Great candidates are attracted to challenging problems, so it's important to be transparent about the difficulties they will face in the role.

Google's success came from hiring smart engineers to tackle complex problems, contrary to the belief that search was a commodity.

Asking easier interview questions can be more predictive of a candidate's success than harder questions, as it reveals both the correctness of the answer and the candidate's problem-solving process.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

The talent market is competitive, but Google is fortunate to attract top talent and has a strong track record of employees starting successful companies.

When hiring for SEO, focus on candidates who demonstrate creativity and analytical skills, and assess their problem-solving abilities through interview questions.

I think we need to prepare for interviews properly; without it, we risk walking into Google unprepared.

Google places a high value on its unique culture, assessing if candidates fit by asking if they are 'googly'.

The traditional use of brain teasers in interviews is becoming less relevant; companies should focus on practical problem-solving skills instead.